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Learn More About Flexicrew Seasonal Talent Pipeline Solutions!
If you’re in the market for top seasonal talent, Flexicrew Staffing is your answer. We’re one of the region’s leading staffing firms and we offer high-performing candidates in admin and clerical, engineering and light industrial. Our flexible staffing strategies and ever-expanding database of talent are ready to go whenever your need for talent arises—Flexicrew Staffing has you covered!
So, why are we your number one choice?
Six benefits of working with Flexicrew for your Seasonal Talent Pipeline
Our mission is to provide our customers with the highest quality of blended workforce solutions, while building and maintaining strong working relationships. We do this to fill your seasonal talent pipeline and all year round. We match candidates who are just right for your job description, but also right for your culture. In fact, Inc. 5000 and Inavero Best of Staffing have named us an industry leader for this very reason. Flexicrew Staffing will help you with the following:
Our industry specialties and national talent databases allow us to match you with the right talent for your specific business needs. This includes hard-to-find temp, temp-to-hire and direct hire employees.
Maybe you need just a few employees—or maybe you need more than a few. Our blended workforce solutions include a wide range of staffing strategies because one size definitely does not fit all.
Getting well-matched candidates in place is key to your success. This can help you maintain job satisfaction and productivity among your staff—while avoiding the lost productivity and the costs associated with employee turnover.
Are you ever under-staffed to cover holiday peak periods, vacations, or a short-term project? Whatever your need, our flexible staffing options help you rest easy that your staffing mix is spot-on.
With high-caliber workers comes the ability to impress your customers and exceed their needs. This can help you not only meet customer demands but also expand your book of business and increase profitability.
You can rely on our professional recruiters, services, and systems.
When you’re in search of a staffing partner, you want the best. And our award-winning staffing services are recognized repeatedly by Inavero Best of Staffing.
How can we help you achieve your staffing goals?
Whether just for the holidays, or the start of the year when you have a new budget or a blend of both, check out Flexicrew Staffing. Or maybe you have unconventional peaks around Halloween, or around important sporting events like Final Four or start of NASCAR. We’ll work with you to recommend a staffing mix and timing that fits your needs. If you’re interested in learning more, contact us today!
Holiday-staffing needs are an annual challenge for business. How can you improve the way you handle them?
Try these quick ideas to satisfy holiday-staffing needs:
Request employee assistance with tracking time-off requests. Also, let your employees know you are using this year’s holiday to plan for next year. This not only improves the data you’re gathering, but it also creates buy-in from employees. They become a part of the decision-making process to solve holiday-staffing needs.
Ask for all holiday time-off requests now from permanent employees. The more advance notice and leeway you have for staffing, the better. Again, let employees know why you need this information and how it helps you solve your holiday-staffing needs.
Look at the needs of the busy time or a time when many will be on vacation to see if permanent staff can fill new or different roles. This can sometimes be fun for employees, to get to do something different from their usual work.
If you’re unable to be at the desired staffing level, then identify appropriate ways to avoid disappointing customers. Let them know in advance what to expect.
Many organizations make use of temporary staff during the holiday season. For short-term solutions, perhaps to cover the Thanksgiving weekend or the Christmas and New Year’s weekends. Flexicrew can place skilled and qualified workers in your open shifts. We also can often find a last-minute replacement for a worker who abruptly takes off during the holiday season. We recommend for temporary or seasonal employees that you have a specific and detailed agreement and set of requirements. Include date and time commitments. If you know your busiest time, then require that all seasonal employees be available to work those days.
For those planning ahead with longer-term vacancies, Flexicrew can supply workers for three-months or longer assignments. Filling holiday schedules with seasonal workers offers the added bonus of staffing with workers who want to work the holidays. They may be alone, or in a new community, or just find it satisfying to be with other team members during the holidays.
Many organizations that want to avoid that annual hassle of holiday-staffing needs have turned to Flexicrew to handle all staffing requirements. We offer the advantage of a national search and an industry database of temporary workers.
With this year fresh in mind, give yourself a running start thinking about holiday-staffing needs for next year. But our best suggestion is to take notes now. Then set aside time to plan for 2019 holiday-staffing needs.
The holiday season can be stressful for HR and operations managers alike. With added holiday-staffing needs, consider this a time to deepen relationships with employees and customers by showing you care about meeting their needs … and that you value their consideration in return.
Interested in a meeting with us this fall? We can discuss how Flexicrew Staffing can help your business with temporary worker recruitment, temp-to-permanent, or direct hires.
Contact Flexicrew today for more tips or ideas on how to deal with holiday-staffing needs . We can help you to develop your plan and find your staff.
Flexicrew will show you four football plays to help you recruit your next star workplace quarterback.
There are many parallels between a workplace quarterback and a gridiron quarterback. Football quarterbacks motivate, and drive their team’s results. In fact, teams often win or lose based on how well their quarterback plays.
In business, your managers are your team quarterbacks. They require as much careful selection as any first-round draft pick. So, a good manager can motivate the team to achieve to its full capability, while a poor manager can discourage, deflate, and ultimately drive away high performers. In fact, studies report bad managers represent the number one reason people leave their jobs.
So for recruiters, the bottom line is knowing how to scout workplace quarterbacks that have the talent to execute the strategic playbook.
Here are the four plays that will land you a franchise workplace quarterback:
It is really important to hire a manager who coincides with a team’s values. Since a manager’s role is focused on people-to-people interaction—giving direction, feedback, and constructive criticism—a workplace quarterback really needs to understand:
The manager’s fit with the team culture really impacts his entire work group’s attitude and performance.
Also, remember that a manager will eventually hire others into the company. Research recognizes that most managers hire people who are a reflection of themselves. If they’re a strong fit culturally they will have a further positive effect on the team.
Flexicrew ranks cultural fit near the top of our recruitment and screening approach. That improves our success and decreases the chance of a poor fit.
First, we require that our clients write a job description that highlights job culture. Second, we ensure questions relevant to cultural fit when interviewing for your workplace quarterback.
We suggest you incorporate employee referrals as part of your search process.
Because current employees have an understanding of your culture and will likely recommend candidates who fit that culture. That improves odds for a win in drafting your workplace quarterback.
Football coaches search for franchise quarterbacks like a Tom Brady or Aaron Rodgers. They want one who ideally will be in the huddle for many years, not just one championship season. Your business likely has the same focus when hiring your workplace quarterbacks. That’s why we take the long view right from the start of the recruiting process. You know the qualities you need in a manager today. But how will your firm develop? How would a manager’s style and responsibilities have to change as your firm moves forward?
Our professional recruiters and your hiring manager huddle together initially to ensure the job description, interview techniques, and candidate review approach all take a strategic view of the managerial operational role.
Finding your next star quarterback doesn’t only require scouting external sources. Your company may already have employees with the right managerial skills. For instance, current managers could be looking to switch departments. Or individual contributors may be waiting to be promoted to their own workplace quarterback position. Hiring from within has many advantages. In fact it means expedited onboarding , familiarity with company practices, and internal hires have established relationships with other employees.
Yes, all these drive immediate productivity without having to study a new playbook.
However, internal recruiting requires caution. You can sometimes make a mistake assuming that a persuasive individual contributor can become an effective manager. The role of an individual versus manager requires entirely different skill sets. Even though continuing to promote top performers may seem like a natural progression. Yet, we’ve all heard of the Peter Principle. That’s why Flexicrew helps clients evaluate their internal talent to find ‘under-the-radar talent ready for more responsibility.
Fundamentally, a manager’s responsibility is more about working with others and less about production. Managers need to be ‘people persons’ and help their team solve unforeseen problems. So, that’s why we like to include situational interview questions like: “what would you do if…”. They can be useful for our recruiters to decide if a job-seeker is a good fit.
Also, we ask candidates how they would react to events they could experience on the job. We probe for situations your department has tackled previously. Situational questions should help form your judgment of the candidate’s decision-making skills, communication style and common sense.
In addition to questions specific to your company, we ask candidates for examples of how they’ve handled situations in other organizations. A flexible candidate should have sufficient examples in their background.
Our other post will help your recruiting success rate, “The 5 Common Hiring Mistakes to Avoid”
In business, there are several ways staffing is like football.
At Flexicrew we often discuss recruiting and sports analogies. And recently, one of our recruiters blurted out, “Staffing is like football.” We discussed this idea with several thoughtful employers and they also see parallels where staffing is like football.
Both football teams and employers have to manage their staff size to available budgets annually.
And that ain’t easy…
On salaries alone, NFL teams have considerable variability on base pay, bonuses, performance overrides, etc. Companies must predict business demand changes, performance increases, employee retention and continued evolving responsibilities. But, in a quote from Yogi Berra, “Never make predictions, especially about the future.”
Dealing with uncertainty creates situations where staffing is like football. Because of the uncertainty of future business conditions, there are justifiable business reasons to hold off on direct hiring and instead using a temporary staffing agency.
What if companies could use the NFL’s “practice squad” method? They could keep players around? They train, practice with the team and are available to play but at a greatly reduced salary.
Well, companies actually can…
Staffing is like football for savvy employers who take advantage of similar “practice squad” or “test drive” opportunities before making a large investment. Staffing agencies offer clients a chance to “test drive” a potential new hire. In fact there has been significant growth of the hiring tactic known as temp-to-hire. In this model, a company will hire a temporary employee through a staffing agency for an undefined time. During this temporary period, the employer gets the benefit of:
NFL teams have a set number of players they can keep on board. Their numbers rise and fall due to normal loss of key players from injury, sickness, poor performance, etc. They replace those players by hiring from their own practice squad. Or they can go outside their team for trades or to bring in unemployed players for a tryout.
Frequently, companies go through workforce issues caused by business growth, followed eventually by slowdown. This leads to shifts in employment levels with frenzied hiring followed by later reductions. The challenges of this hire-fire cycle include recruiting, training, retaining and firing employees. Frequently there’s pressure from economic downturns, product becoming outdated and sales falloff. That involves staff reductions of even their more experienced and talented employees.
But yes, there is an improved way: Flexible Staffing.
So growing reliance on staffing agencies for their staffing requirements gives a welcome reprieve to employers. This is true especially for those experiencing periods of high growth. Especially where delivery must keep in step with demand. With flexible staffing organizations are increasingly protecting their best and brightest resources. The ability to more effectively retain and nurture in-house expertise lets companies improve results. They can really focus and train the core competencies key to the company’s mission.
Today’s flexible staffing model allows companies to hold onto the key skills they need to advance. This way they ride out the ebb and flow of business demand. With this type of staffing model, an organization can make better use of in-house resources to attack vital activities. They can maximize their productivity by adding outsourced staff only when needed. The result is improved ability to balance cost with budget. Also it minimizes the inefficient business practice of hiring bursts and staff reductions.
For staffing agencies, this flexible staffing model improves their efficiency of moving staff between customers. Thus, they apply their own flexible staffing across accounts. Moving the job of staffing from an internal department to a staffing agency lets employers pay more attention to their core ability.
As a result, flexible staffing applies to all companies looking for gains in efficiency. Flexible staffing should be the goal of every firm that wants to score a touchdown.
Let’s wrap this up, shall we? Below is a recap of how flexible staffing is like football:
So that’s a wrap! However, there are many more ways to gain competitive advantage through wise use of flexible staffing.
Let Flexicrew Staffing do the hiring for you. Flexicrew is ready to bring your company the best employees. We will help you optimize your internal employee level. Plus, we support them with contingent workers to let them focus on your top priorities. Contact us today! Get started working with one of the key staffing agencies on the Gulf Coast and Southeast.
Each Important Staffing Lesson from Football Every Recruiter Should Follow
In fact, anyone can value the positive characteristics learned through football like:
You have heard the old management expression, “Inspect what you expect.” In football, coaches catalogue every minor statistic. Similarly, when Flexicrew measures and quantifies performance that frequently leads to meeting targets. And it allows us to set goals for improving customer service. Similarly, based on stats, a football player can set a goal or predetermine a number to attain. Meanwhile, there are multiple football team-oriented goals as well, which will help a player be accountable as part of the team. Similarly, Flexicrew team-oriented goals require staff to contribute to the team outcome that improve customer service.
Goal setting is a great tool for staffing agencies. Goals help us grow and improve. Football or staffing both get started with good goal-setting routine.
Football requires a unique type of teamwork. A football team has up to 90 players. Recognizing an individual’s role and that of your teammates is vital. Trusting teammates to do their job is also of utmost importance. That’s why all teammates count, including on the second and third team players. Working toward common goals helps Flexicrew team to build trust over time and produce better client outcomes.
Football provides challenges a player must tackle. These will test him and help to build a player’s perseverance. Common difficulties like losing a big game, fumbling the ball or missing a critical tackle are much like staffing. Even unique challenges, like lacking strength or speed or catching a ball, may even tempt a player to give up.
But, staffing stumbling blocks are obviously of a different nature. We sometimes can’t convince an employer to use our services. Occasionally we can’t find enough skilled job seekers to fulfill an assignment. Now and again an associate we hire doesn’t work out and we have to replace him. Certainly these disappoint us. But, Flexicrew members persevere by getting support from our 16 locations to meet customer requirements.
Football and staffing teach determination – sticking-with-it to overcome tough obstacles. Both promise a pleasant payoff for jobs well done. We help each of our recruiters with a mentor or support system, to bring individuals through the rough assignments to create the best for clients.
Football demands player discipline and a first-rate work ethic. That applies whether it’s attention to eating and exercise regimen or executing plays. Coaches continually monitor player performance and give constant evaluation. Coaches and fellow players evaluate every play in practice and games. Constant reevaluation promotes improvement and dependability.
Flexicrew naturally evaluates their team daily to be sure they meet their targets, making sure quality candidates are hired quickly. On our team, it helps to have other recruiters and peers give cross-evaluations.
Flexicrew team members improve and take responsibility for individual growth and help others when useful.
Playing football can give players an adrenaline high. There is a certain emotional return from giving your all into a game with your teammates. And, when there is positive achievement it is a moving experience.
Football teaches constructive ways to be grounded by the solidarity within a team.
Surely, some folks dislike football, but they still can appreciate the values taught by football. At Flexicrew, whether one is a client service coordinator or an accountant working with a team of coworkers, the end result is the same. Like football, we work hard, mentor each other, persevere and remain resilient through the complicated projects, and do our best to reach our staffing goals for our clients.
So Flexicrew uses each important staffing lesson we observed from football and takes them to heart. We would value the chance to join your team and tackle your workforce obstacles before they intercept your performance.
Some companies are moving away from using a performance review. The issue with these reviews is if they become the only or major source of manager-worker discussion.
A good performance review has 3 major pieces:
It should identify employee’s good behaviors and results the employee carried out in the previous time period. In addition, it should lead to improved results and increases in employee’ performance.
When the review is completed, both parties should be clear on and agree to the direction both will take going forward and expected outcomes. Moreover, it should schedule subsequent followups – kind of mini reviews. Measuring performance and giving feedback shouldn’t only be a once per year big event.
It’s true that loyalty results when the manager and employee form a partnership approach. An ongoing performance review process builds a relationship and connection between the manager and team member. It makes it easier for an open and honest discussion when a difficult situation arises.
Surveys point out nearly half of HR professionals don’t believe an annual performance review assesses employees’ work correctly. But, it’s even more unfortunate that over half of employees also don’t regard reviews as accurate. Likewise, almost 54% of employees don’t believe an annual performance review motivates their performance.
Managers can’t make this a one time a year review of results. So, follow-up after the review is critical. Feedback by both parties should be continuous to make the annual performance appraisal most helpful.
Interested in a meeting with us this summer? We can discuss how Flexicrew Staffing can help your business with temporary worker recruitment, temp-to-permanent, or direct hires. We cover technical, industrial or clerical areas. Feel free to contact us.
Contact Flexicrew today for more tips or ideas on creating change in your work place, . We can help you to develop your work team and grow your business.